We were brought up and told you have to get a good education to get a good job. If you are a man this helps you support your family. If you are a woman this helps contribute to the family’s budget.

Most people wanted a government job because it was easier and others opt for jobs in the private sector. The education system never hinted at having your own business. Now job life is so stressful for some people that they want out. They want freedom to live a better life, freedom to have more time for family and do the things that they are really passionate about.

There are so many opportunities to have the life that we want, but we prefer to stick with the job, after all it provides security and do not forget the pension. So who said it was secure when everyday you hear of job cuts, even in the government and what about the pension, by the time you are ready to leave you can barely live on the pension.

Having your own business is not for everyone, someone has to do the work, but if, just if you have it in you to run your own business would you give it a shot? I bet a lot of people would say no. You see we are people who like to stay with what we are familiar with. We afraid to go there, afraid to fail – what if something goes wrong? How am I going to live? How am I going to take care of my family? I am accustom to getting paid whether I work or not. Little do we know that there are people who are their own bosses, no employees and do not have to worry about money. Check out these people below – they are their own boss, no employees and the money is flowing.

Which would you prefer the crystal plaque or the freedom to live the life that you want? Need help to decide – email me – joseylifeline@gmail.com

It’s in your best interest as a manager to ensure that your team is productive, but despite your good intentions, there are plenty of ways managers unintentionally stifle the successful workplace environment you’re striving to foster. Here are a few common ways your efforts to be a supportive manager may actually hinder your team’s productivity potential.

1. You don’t scrutinize meeting agendas. Though ensuring you have a relationship with the people you report to is important (nearly 55% of respondents to a Society for Human Resource Man­­age­­ment (SHRM) Employee Job Sat­­is­­fac­­tion and Engagement survey said it was a key factor in the level of engagement they feel with their jobs), meetings aren’t the way to foster a connection among employees. To facilitate productivity, all meetings should have one defining purpose: to move further toward a defined and desired result.

Before a meeting, ask yourself:

(1) Is there an agenda?

(2) Does each item on the agenda have a defined and specific outcome that will lead to either continued momentum, and/or completion?

(3) Does each agenda item specify the amount of time and attention it will receive?

(4) Does each agenda item have an “owner” assigned?

(5) Are all the people who need to be involved in an agenda item available?

(6) Does everyone on the invite have a “place” on the agenda?

(7) Does the meeting end time coincide with the amount of time each agenda item will receive?

Lead by example, and encourage your staff to get in the habit of strategically scrutinizing every meeting for these criteria as well. If every question above can’t be answered in the affirmative, consider alternative ways to communicate.

2. You force your way. Taking a “hands off” approach isn’t all there is to delegating; you must also be mindful about allowing employees to have a voice. “It isn’t about you, it is about the work,” says Dr. Jené Kapela, a leadership coach, consultant, and the founder of Jené Kapela Leadership Solutions. “Don’t be concerned that things get done your way —just that they get done well. Your staff members will do a better job if they can do things in a way that makes sense to them.” With that in mind, however, she says you’ll need to create opportunities for those discussions to take place—and keep an open mind about any approach.

3. You don’t confirm communication. Miscommunications usually aren’t revealed until a mistake occurs in the midst of a project, or until an employee hits a “roadblock” that causes him or her to seek clarification. By that time, countless hours of what could have been productive time are lost. To eliminate potential miscommunication, Mark Goulston, management consultant and author of six best-selling books including Just Listen suggests tweaking your language when you give direction. “Instead of asking ‘Do you have any questions?’ replace it with a phrase like ‘So that we are clear, please tell me what I have asked you to do, by when and why it’s important to what we are trying to achieve,’” says Goulston. Not only will repeating the information help the em­­ployee begin to process the task and reveal miscommunication before it’s problematic, you’ll gradually gain a better understanding of how to communicate effectively with the different personalities on your team.

4. You do more than one thing at a time. Though multitasking may seem like the only way to handle a demanding workload, it’s ineffective in terms of maximizing productivity. “Constant multitasking makes us more prone to mistakes, more likely to miss important information and cues, and less likely to retain information in working memory—which impairs problem solving and creativity,” says Maura Thomas, author of Personal Productivity Secrets. Further, she points out that it can lead to job unhappiness and undue stress among your staff. “In multitasking environments, employees work in reactive mode all day long; it prevents them from being proactive, and robs them of the opportunity to assess their overall workload and choose what to work on next.”

To encourage more single-task focus, remember that the team looks to you for the “right” behavior. Don’t take your smart­­phone into meetings, don’t check emails while you’re on conference calls, and establish a protocol for how “urgent” requests for information are to be handled. For example, you may instill a policy that when urgent needs arise, colleagues visit one another in person, versus sending urgent emails that make it impossible to temporarily disconnect from online distractions.

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You cannot pull back the time. December 31 2013 is here and January 1, 2014 will quickly unveil itself.

Forget about your manager, supervisor , boss or friend being responsible for motivating you. No one can make you do anything unless you want to. You have to be your own personal motivator. Here are 4 ways to do what you think you cannot do in the New Year:

1. Be specific and clear about what you want or your goals. The more vivid they are the more they will act as a magnet for your vision. According to Zig Ziglar – “If you want to reach a goal, you must ‘see the reaching’ in your own mind before you actually arrive at your goal.”

2. Write down your short and long term goals – look at each obstacle that will prevent you from getting there and develop plans to get around them. Take a hint from Zig Ziglar again – “When obstacles arise, you change your direction to reach your goal; you do not change your decision to get there.”

3. Have a burning desire for what you want. How bad do you want this thing? Think of what you have to do to get there. How you would feel when you get there and is it really worth it?

4. Have unshakeable confidence in yourself. Know that you have what it takes to get you to where you want to be or what you want to get. You can only get this confidence from experience. Eleanor Roosevelt said: “We gain strength, and courage, and confidence by each experience in which we really stop to look fear in the face…we must do that which we think we cannot.”

You know you can do better – you know you deserve the best. What are you waiting on?

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So you got the job and you are still not sure how to handle the business and office interactions.

Whether you are new to your job or the company it is always a challenge trying to fit in.
Some of the things you may need to consider:

– What to wear?
– what to say?
– What to take with you on the first day?
– How to handle conversations?
– What to do if you are invited to a lunch meeting?
– How to handle on the job relationships?
– How to handle the cell phone?

If you want to make a good impression and stay with the company after your probation you must know all of the above and much more. This is where you differentiate yourself from the pack. Attending a Business and Office Etiquette workshop is a good investment in you.

After all, would it be better to learn about these things before hand or to find out later on after you have tarnished your name? Worse yet, after you are told the probation did not go well, you may or may not learn what went wrong..

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I was recently involved in a Mentoring Program for young women at RM Bailey Senior High School in the Bahamas, and I was encouraged by the fact that these young women devoted their lunch time to listen to me talk about having a vision and charting their lives.

This experience made me realize that a bit of encouragement goes a long way. Their Guidance Counselor- Mrs. Andrea Eve was there every week encouraging them to attend. She even arranged lunch for them for the ten weeks of the program, and offered tokens for those who presented the best vision board and for attendance. Below Christina Robinson of RM Bailey Senior High presents her Vision Board.

We have to continuously find the opportunity to encourage others. Encouragement must have meaning, according to Nicky Gumbel …’Encouragement is not flattery or empty praise; it is like verbal sunshine. It costs nothing and warms other people’s hearts and inspires them with hope and confidence in their faith. .’

Make a difference in someone’s life by encouraging them, whether it is on the job or at home, especially the young people. So many of our young people have no idea of how to plan their lives, they have children at an early age, they get involved in situations way over their heads, they get involved with the wrong company of friends, and when they do get a job they do not even know how to fit in. Our young people and even those persons who may be struggling need to know they are going on the right track and you can make a difference in their lives.

At one time in my job someone said ‘why should I encourage or appreciate anyone, no one encourages or appreciates me?’ Even managers sometimes find it hard to encourage their employees because they are of the view that they are there to do a job and they are getting paid for that. so they do not need any further encouragement. They do not realize that these are the right opportunities to encourage people, thereby enhancing performance for both employee and the company.

Today I urge you to encourage somebody, do not wait for someone to encourage you first. As you continue to encourage people you will feel more appreciated and more people will start to encourage and appreciate you.

Every year batches of students come on the job market and the challenge is some of them may not have any job experience.
We all know if you are going to be hired you need some type of experience. So what do you do?
Check out this Forbes article which provides some helpful tips.